Vestry Orientation & Retreat

February 26-27, 2010

Episcopal Church of the Redeemer The Rev. Valori Mulvey Sherer, Rector

The Rev. Pam Bright, Deacon

Schedule FRIDAY

7:00 Welcome 7:05 Scripture meditation 7:15 Session 1: Understanding Ourselves 7:30 Break 7:35 Scripture meditation 7:40 Session 2: Commitment to Leadership 8:10 Break 8:15 Session 3: Manifest Ministry 8:45 Closing prayer

SATURDAY 10:30 Welcome back 10:35 Morning Prayer/Bible Study 10:55 Summary of Vestry Handbook 11:35 Break 11:40 Roles of the Vestry 12:15 Lunch 1:00 How to Stay Out of Trouble with Money 1:40 Break 1:45 Transformational Ministry 2:25 Break 2:30 February Vestry meeting 4:25 Closing prayer

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UNDERSTANDING OURSELVES Session One:

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Romans 10:12-15 For there is no distinction between Jew and Greek; the same Lord is Lord of all and is generous to all who call on him. 13For, “Everyone who calls on the name of the Lord shall be saved.” 14But how are they to call on one in whom they have not believed? And how are they to believe in one of whom they have never heard? And how are they to hear without someone to proclaim him? 15And how are they to proclaim him unless they are sent? As it is written, “How beautiful are the feet of those who bring good news!”

Notes:

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Which Church Model? Acts 6:2

Community of Disciples Characterized by consensus. Maintains focus on the bigger picture. A learning community which understands that mistakes are part of the learning process.

• Ministry: to lead the church

• Purpose: to share with the rector in overseeing the spiritual and material needs of the congregation

• Responsibility: to cast vision, to embody the vision, and to establish policies that will enable that vision to be realized

• Models a teachable spirit: reflect upon and articulate learning; learn from mistakes; recognize there may be several solutions to any problem; exhibit a passion for what they are doing

Institutional Model Characterized by debate and voting (Robert’s Rules), winners and losers, in-power and out-of-power

• Rubber Stamp: we do whatever the priest

wants (we have no responsibility) • Finance Committee: we balance the budget • Elected Representatives: we represent the

values and concerns of the people who elected us

• Board of Directors: we govern and act as liaisons to ministries

• Loyal Opposition: we’re here to make sure the rector doesn’t do anything too crazy

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Church size (2 slides)

Family (Less than 50)

• Membership is by adoption which occurs when secrets are shared with a new member.

• Relationships are more important than what you believe.

• Everyone needs to know by word of mouth (oral tradition and communication are norms) what's happening.

• Worship is informal, sometimes even casual and intimate.

Pastoral (50 to 150)

• Membership is by incorporation. And is a function of participation, determined by the participant.

• Belief is strengthened by programs and participation.

• The story is important but usually written rather than told. Not everyone needs to be in the loop, and people find out stuff from newsletters and bulletins.

• Worship is more formal, tends to be less intimate.

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Church as a Learning Community Congregations as Learning Communities, Tools for Shaping your Future by Dennis G. Campbell, (Alban Institute, 2000).

• Dialogue: between individual visions that emerge and a shared vision for the entire congregation.

• Dream: creating a Biblically grounded environment where people are willing to risk imagining what God might do.

• Envision: looking toward the future - a natural development of dreaming.

• Trust: there is no effort to convert or persuade, but to challenge and focus the vision, to engage ownership and commitment… as one body unity with Christ.

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COMMITMENT TO LEADERSHIP Session Two

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Matthew 14:13-21

Now when Jesus heard [of the death of John the Baptist], he withdrew from there in a boat to a deserted place by himself. But when the crowds heard it, they followed him on foot from the towns. 14When he went ashore, he saw a great crowd; and he had compassion for them and cured their sick. 15When it was evening, the disciples came to him and said, “This is a deserted place, and the hour is now late; send the crowds away so that they may go into the villages and buy food for themselves.” 16Jesus said to them, “They need not go away; you give them something to eat.” 17They replied, “We have nothing here but five loaves and two fish.” 18And he said, “Bring them here to me.” 19Then he ordered the crowds to sit down on the grass. Taking the five loaves and the two fish, he looked up to heaven, and blessed and broke the loaves, and gave them to the disciples, and the disciples gave them to the crowds. 20And all ate and were filled; and they took up what was left over of the broken pieces, twelve baskets full. 21And those who ate were about five thousand men, besides women and children.

Notes:

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Commitment to the Church

Each individual vestry member must be committed to the church and its activities.

– Vestry commitment to the ongoing life of the church is paramount.

– The vestry must embody the vision of the church.

– If an event is considered to be a major parish event ALL vestry members should be present (except for good cause). Church members notice when vestry are present or absent at events.

– The congregation will often reflect the commitment level of the vestry.

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Each vestry member must be committed to the vestry leadership process.

Serving on vestry is not so much about making decisions

as it is about forming community. Attendance at orientation/retreat is a must. When a

vestry member misses an orientation, it often takes as long as six months to get “up to speed” and it often results in interruption of vestry cohesiveness.

The business of vestry is an ongoing conversation. Members who miss a meeting drag on the cohesiveness and effectiveness of the vestry.

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Commitment to the Vestry

Each member of the vestry should be financially committed to the church.

The issue is faithfulness – not the dollar amount.

Vestry members who are NOT financially committed become ongoing problems for the vestry because they are also often less committed to church activities and are often reluctant to take risks when it comes time to approve the budget or spending for a new initiative that requires faith that God will provide.

The Church can rise no higher than the commitment level of the vestry.

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Financial Commitment

Vestry Spirituality

Will you continue in the apostles’ teaching and fellowship, in the breaking of bread and in the prayers? (BCP, 302)

What holy habits do we practice (really)? Which then, can we model?

Ministry of presence – an icon and symbol of support just by showing up!

Humility: knowing oneself…gifts, graces, and limitations.

Faithfully detached: it isn’t about outcomes or “success” but about listening, learning and moving faithfully ahead.

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Vestry Leadership

Transactional

• Getting things done; task

oriented. No moral dimension.

Based on mutual reward.

• Accepts goals, structures of the

existing organizational culture

(status quo).

• Leader encourages saying: If you

will do this and that, you will be a

success.

Transformational

• Moral dimension. Involves vision,

integrity, ideals, and values.

• Aim is to lead the organization to

a preferred future and build

commitment for the long haul.

• Leader encourages saying: I

know it’s difficult, but it’s the right

thing to do… or… Faith is the

substance of things hoped for, the

evidence of things not seen.

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Leadership Thinking

• Define the current reality. Your ability to articulate the current

reality will affect the solutions you come up with AND people’s willingness to follow you.

• Account for what is happening. The past is the key to our future. Placing our seminal stories in the context of the salvation history of the church gives their individual role dignity, meaning, and significance.

• Know where the organization is headed. This is not about the end result – God’s plans may be bigger or different than we imagined. The important thing is to give people hope and confidence that God’s has a desired future for us and is guiding us there.

• Make plans, hold people accountable…and bless the people. Lots of people can identify the problem. Leaders determine a course of action, hold people on task, bless and celebrate success.

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Four Principles Every Church Leader Should Know

1. As organizational responsibilities increase, rights decrease.

2. The Fire Brigade – Leaders must only throw water on church fires (hurt feelings, conflict), especially when tempted to throw gasoline.

3. Triangulation – the favoritest game in church. Establish ground rules (see confidentiality statement).

4. Always communicate upstream (vestry or staff) it avoids water pollution in town (congregation).

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MANIFEST LEADERSHIP Session Three

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Colossians 3:12-17

As God’s chosen ones, holy and beloved, clothe yourselves

with compassion, kindness, humility, meekness, and

patience. 13Bear with one another and, if anyone has a

complaint against another, forgive each other; just as the

Lord has forgiven you, so you also must forgive. 14Above

all, clothe yourselves with love, which binds everything

together in perfect harmony. 15And let the peace of Christ

rule in your hearts, to which indeed you were called in the

one body. And be thankful. 16Let the word of Christ dwell

in you richly; teach and admonish one another in all

wisdom; and with gratitude in your hearts sing psalms,

hymns, and spiritual songs to God. 17And whatever you do,

in word or deed, do everything in the name of the Lord

Jesus, giving thanks to God the Father through him.

Notes:

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Building Shared Vision

“Shared vision emerges from

the individual hearts and souls of people who have lived life and suffered and yet

dare to risk struggling with the Holy Spirit to imagine the astounding tomorrow

to which God is calling the congregation.”

Adapted from Congregations as Learning Communities, Tools for Shaping your Future by Dennis G. Campbell, (Alban Institute, 2000).

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From Club to Community

Club or Clan

• Survival (what can we do for ourselves?)

• Concerned with structure, building, organization

• Problem-based agenda. Conversations focus on obstacles

• Distrust of judicatory

• Money always a problem

• Scripture and study minimized

• Worship tends to be dull and led by the same few people

• New members must adopt the values of the clan

Transformational Community

• Mission (what can we do for others?)

• Core values clarity: why we are here?

• Opportunity-based agenda. Conversations on assets, talents, gifts.

• Partnership with judicatory

• Money is not the main thing

• Scripture is studied as source for mission

• Worship is lively with diverse leadership

• New members seen as potential new life and diversity

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Tension and E.G.R.’s

Healthy communities are in constant tension regarding change (leadership, dynasties, money, worship, music, facility, artifacts – objects and processes, unwritten rules and norms).

Extra Grace Required (E.G.R.’s) can be helpful, especially during transitional times.

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Growth, Change, Transformation

The way to grow a church is not by bringing in more people, but by growing better leaders.

Continuity and adaptation are not mutually exclusive.

Change within a body is cyclical (birth, growth, waning, death, resurrection). Our responsibility is to participate fully in each part of the cycle.

The community that has been drowned in the waters of Baptism can live boldly into new life.

We know that life will be different in the wake of metamorphosis.

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FEBRUARY VESTRY MEETING

• INFORMATION – Review of minutes from January meeting – Treasurer’s Report – Wardens Reports – Rector’s Report

• DECISION – 2009 Parochial Report – 2010 Budget

• DISCUSSION – Priority issues (see next page)

• CLOSING PRAYER

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PRIORITY ISSUES TO DO LIST:

1. ________________________

2. ________________________

3. ________________________

4. ________________________

5. ________________________

6. ________________________

7. ________________________

8. ________________________

9. ________________________

10. ________________________

MISSION:

• Website

• Signage (to bathrooms, worship spaces, office, etc.)

• Outreach reorganization

• Policies and cost for building use for weddings, funerals, meetings, etc.

• Bride’s room (not Teen’s room)

• Coffee Hour/Welcome Commission

MINISTRY

• Ministries training (licenses)

• Safeguarding God’s Children Training

• Pastoral Care

• Adult Education

• Welcome and Continuing Formation

MAINTENANCE

• Budget revisions

• Window coverings in Admin building

• Consortium

• “Green” efforts

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“The Church’s business is ministry”

Vestry member:

• Laura Smith, Sr. Warden, ’09

• Margaret Watson, Jr. Warden, ‘08

• Brett Niblack, Treasurer, ‘08

• Catherine Betor, ’08

• Karen Bolton, ’10

• Ashley Falls, ‘10

• Skip Foster, ‘10

• Karen Lattimore, ’08

• Caswell Martin, ‘10

• Elizabeth Petty, ‘09

• Alan Roebuck, ’09

• John Rogers, ’09

Liaison to:

______________________________

______________________________

______________________________

______________________________

______________________________

______________________________

______________________________

______________________________

______________________________

______________________________

______________________________

______________________________

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2010 Vestry Meetings

• Date for Commissioning of Vestry: ___________

• 2010 Vestry Committee Liaison* (next page)

* Definition: the state of having shared interests or efforts (as in social or business matters)

Meeting Dates Chaplain Mar: ___________ _______________ Apr: ___________ _______________ May: ___________ _______________ June: ___________ _______________ July: ___________ _______________ Aug: ___________ _______________ Sep: ___________ _______________ Oct: ___________ _______________ Nov: ___________ _______________ Dec: ___________ _______________

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